University Of Dayton Software Engineer interview typically runs 3 rounds: one-way recorded interview, hiring manager interview, final planning meeting. Timeline is a few days between rounds and the process is highly practical.
$73K
Avg. Base Comp
$112K
Avg. Total Comp
3
Typical Rounds
1-2 weeks
Process Length
We've seen this process reward candidates who can think like a working Salesforce engineer, not just someone who can talk through architecture. The standout signal from the candidate experience is how quickly the conversation moved from screening into hands-on delivery: building Lightning Web Components, writing an Apex class, and wiring the result to a real student-information use case. That tells us the team is looking for people who can translate a request into something usable, with enough fluency in Salesforce to move without much hand-holding.
A recurring theme is that the interview feels closer to a project session than a polished Q&A. One candidate was pulled into a planning meeting and asked to map business flow in LucidChart while contributing to the discussion, which suggests they care a lot about whether you can follow operational logic and collaborate in the room. The non-obvious part here is that they seem to value working clarity as much as code quality: can you make sense of a process, explain tradeoffs, and keep up when the conversation shifts from implementation to workflow?
We've also noticed a bit of friction in how this style lands with candidates. Because the exercises feel so close to real work, people can leave feeling like they were already contributing before there was a clear commitment. That makes it especially important to show practical judgment, stay crisp about assumptions, and be comfortable with a process that tests whether you can operate inside their day-to-day environment rather than perform for a whiteboard.
Synthetized from 1 candidates reports by our editorial team.
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Real interview reports from people who went through the University Of Dayton process.
The hardest part of my interview was realizing how practical it was going to be. I first had to do a one-way recorded interview, which was pretty straightforward, and then a few days later the hiring manager reached out to set up the next round. That second interview was the one that felt most hands-on: I was asked to create Salesforce LWCs and an Apex class to gather student information and display it in a list. After that, they gave me some background on the job, which made the conversation feel a little more like a working session than a traditional interview.
The final round was even more unusual. I was brought into a regular planning meeting for the position and expected to map the business flow in LucidChart while also contributing to the discussion. That part stood out to me because it felt less like answering interview questions and more like participating in their actual project planning. I was told I’d hear back about onboarding a couple days later, but instead the hiring manager didn’t call when expected and then emailed the next day saying they had changed their minds and wouldn’t move forward. The whole process felt very practical, but also a bit off because it seemed like I was helping with real work before there was any commitment. I’d go in prepared for Salesforce development work, especially LWCs and Apex, and be ready for a process that may include a live planning or workflow exercise rather than just coding questions.
Prep tip from this candidate
Be ready to build a simple LWC plus an Apex class that fetches and displays records, and don’t be surprised if they ask you to think through a workflow visually in LucidChart. It also helps to prepare for a very basic systems question like debugging a queue with mutex locks in C++.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at University Of Dayton
Describing a data project and its challenges
| Question | |
|---|---|
| P-value to a Layman | |
| Skyscanner Partner ETL | |
| Legacy System Heartbeat Monitor | |
| Last Element of a Singly Linked List | |
| Your Strengths and Weaknesses | |
| Stakeholder Communication | |
| Why Do You Want to Work With Us | |
| Evaluate News | |
| Student Tests | |
| 2nd Highest Salary | |
| Empty Neighborhoods | |
| Top Three Salaries | |
| Subscription Overlap | |
| Merge Sorted Lists | |
| Rolling Bank Transactions | |
| Customer Orders | |
| String Shift | |
| Comments Histogram | |
| Employee Salaries | |
| Closest SAT Scores | |
| Random SQL Sample | |
| Weighted Keys | |
| Prime to N | |
| Upsell Transactions | |
| Largest Salary by Department | |
| Monthly Customer Report | |
| First Touch Attribution | |
| Over-Budget Projects | |
| Slacking Employees Salaries |
Synthesized from candidate reports. Individual experiences may vary.
The process began with a one-way recorded interview that was described as straightforward. This appears to have been an initial screening step before any live conversation with the team.
A few days later, the hiring manager scheduled the next round, which was highly practical and hands-on. The candidate was asked to build Salesforce Lightning Web Components and an Apex class to collect student information and display it in a list, and the interviewer also shared background on the role during the session.
The final round was conducted as part of a regular planning meeting for the position. The candidate was expected to map the business flow in LucidChart while contributing to the discussion, making it feel more like participating in project planning than answering traditional interview questions.